Ready for Change? Then Communicate your Vision
“If you want to make enemies, try to change something.” — Woodrow Wilson
No matter what we at Horizon Performance to bring to an organization, be it our consulting services or the implementation of GideonSoft, we are introducing change. Change isn’t easy. One cannot simply make a change and expect things to transition smoothly. At some point along the way, resistance can be expected by those directly affected. But how might you mitigate that resistance? What is something we can do early on in the process that helps set us up for success?
A change message is a way to create transformational readiness and communicate your vision for the change. It is up to you as leaders to prepare your organization and your people for what is to come and that starts with communicating your vision. You owe it to your people to describe a clear vision as to where you are headed and the need for the change.
According to research conducted by psychologists Armenakis and Harris (2002), there are five factors that you will need to consider and address when it comes to communicating your vision for change to your organization, your team, or your people:
- Discrepancy — Why is change necessary? Talk to your people about why this change is necessary and the benefits it will bring to the organization compared to doing things the way they have always been done.
- Appropriateness — Why is the change being introduced the right change to make? Explain why you chose this route or product compared to other options.
- Principal Support — Are key organizational members supportive of the change? When people are unclear if leadership and other key members are not supportive of this change, they will have an even harder time supporting it.
- Efficacy — Do I or we have the ability to successfully implement the change? People need to understand what is being put in place (e.g., resources, processes) to effectively enact the change — explain what is being done to facilitate the change.
- Valence — What is in it for me if we change? People affected by the change need to understand the value it will bring to them and ultimately when that value will be realized.
Addressing these five factors when communicating your change vision will answer many lingering questions, concerns, and issues. This change message alone will not create a successful implementation of the change, but it can help foster readiness in your organization and prepare your people for what is yet to come.
